"The law's approach to workplace bullying is fragmented and unsatisfactory. Where bullying is carried out for a discriminatory reason, there is a specific cause of action in the Equality Act, although this, itself, has significant limitations. If the bullying is for a non-discriminatory reason, not even this level of targeted protection is available. This article discusses the phenomenon of workplace bullying and argues that a freestanding cause of action is required to provide some measure of legal protection to victims. "

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